Job Summary

Our client is one of Nigeria's leading pension fund administrators, recognised for delivering innovative retirement solutions, exceptional customer service, and sustainable value to millions of contributors. With a strong commitment to governance, operational excellence, and digital transformation, the organisation continues to strengthen its position within the financial services industry through innovation, people, and technology.

The Head of Resources is responsible for leading and managing the organisation’s resources, chief of which is human resources, in terms of strategy, policies, operations and all administrative key functions – Management and Administration of all resources required for the successful, safe and profitable running of the company’s operations.

The role ensures that HR policies, systems, and practices align with regulatory requirements issued by the National Pension Commission (PenCom). Towards supporting the organisation’s strategic objectives, operational efficiency, and risk management framework, the role covers the effective recruitment, development, engagement, and retention of talents and best HR practices. Particularly at this time, the company requires to galvanise its existing and new staff towards the utilisation of AI and ML to achieve a delightful customer service experience for its teaming customers and all stakeholders.

Job Responsibilities

Strategic HR Leadership

• Develop and implement HR strategies aligned with organisational goals and culture.
• Advise management on workforce planning, organisational design, and change management.
• Serve as a strategic partner to senior leadership on people-related matters and overall organisational effectiveness, e.g., the role partners with business and technology leaders to implement innovative solutions that enhance productivity, resource utilisation, service delivery, and organisational agility, ensuring that from the workforce perspective, the Company remains efficient, resilient, and future-ready.
• Drive a strong performance-driven culture that encourages accountability, innovation and ethical behaviour across the organisation

Recruitment, Talent Management & Succession Planning

• Oversee recruitment, selection, and onboarding processes.
• Develop talent management and succession planning frameworks.
• Ensure the organisation attracts, develops, and retains top talent who are dynamic and adaptable to digital and technological innovations.
• Lead executive and senior management talent reviews

Performance Management and Culture

• Design and manage automated performance appraisal processes and systems.
• Support managers in setting goals, evaluating performance, and managing underperformance.
• Promote a culture of accountability and continuous improvement and innovation.
• Promote diversity, equity and inclusion across the organisation.

Learning & Development

• Always identify training and development needs across the organisation.
• Implement learning programs, leadership development, and career progression plans, including eLearning in the company.
• Support employee skill development and capacity building.

Organisational Development & Change Management

• Lead organisational design, change management and transformation initiatives to support business evolution.
• Drive workforce productivity, capacity building and operational efficiency.

Employee Relations

• Manage employee engagement initiatives and workplace culture.
• Handle disciplinary issues, grievances, and conflict resolution.
• Promote fair treatment, diversity, equity, and inclusion.
• Ensure the company is a BEST PLACE TO WORK for employees.

Compensation & Benefits

• Develop and manage competitive compensation and benefits structures.
• Conduct salary reviews and benchmarking.
• Ensure payroll and benefits administration are accurate and in compliance with regulatory and governance requirements relating to remuneration.

Policy, Compliance & Administration

• Develop, update, and enforce HR policies and procedures.
• Ensure compliance with labour laws, regulations, and company standards.
• Maintain accurate digitalised employee records and HR reports.

Health, Safety & Wellbeing

• Promote employee wellbeing, health, and safety initiatives.
• Ensure compliance with workplace safety regulations.

HR Operations

• Oversee HR operations, policies, systems, and processes to ensure efficiency and effectiveness.
• Lead HR analytics and reporting to support informed decision-making.
• Oversee a portfolio of key staff-related insurances.

• Manage Recruitment.

• Develop, manage, and implement the training policy and be responsible for the annual budget for resources.
• Support HR annual plan preparations.
• Support staffing plans and ensure the staffing needs of the organisation are met on an ongoing basis.

Administration

• Supervise administrative support for the company
• Lead office management, supervise welcome desk, facility (insurance, Health & Safety, Parking allocations, movement, fleet, etc.)
• Supervise travel function
• Coordinate all administrative issues
• Supervise the processing of invoices from accredited vendors and tracking expenses.

Requirements

• Bachelor’s degree in human resources management, Business Administration, Industrial Relations or a related field.
• Master’s degree or professional HR certification (e.g., CIPM, SHRM, CIPD) is an advantage.
• Minimum of [15] years of progressive HR experience, with at least [7] years in a leadership/managerial role and business partnering.
• Strong knowledge of labour laws, HR best practices and corporate governance.
• Proven experience in supporting senior leadership and the Board.
• Experience in the Pension and/or Financial Industry
• Strong Employee relations, change management and leadership advisory experience

Skills & Competencies

• Strong leadership and people management skills.
• Ability to leverage technology to galvanise the people and procurement functions of the business, ensuring productivity and cost optimisation.
• Deep understanding of pension policies, governance and regulatory framework.
• Excellent communication and interpersonal abilities.
• Effective stakeholder engagement.
• Strategic thinking, problem-solving skills and commercial acumen.
• High level of integrity ethical standards, sound judgment and confidentiality.
• Ability to influence and partner with senior management to achieve organisational goals and targets.
• Data- driven and outcome-focused leadership.
• Ability to drive change and manage complexity.
• Ability to maintain and enhance workplace culture.
• Conflict resolution skills.